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We achieve sustainable improvement in the leadership effectiveness 

of individuals and organizations

We broke leadership down to its essence to identify the fundamental skills and mindset that have the greatest impact on leadership effectiveness. Most of the concepts that make up our BlueLeader™ model are not new, but they are organized and taught in a way that achieves sustainable improvement in leadership effectiveness for individuals and organizations.


How We Transform Victims into Leaders

Our programs teach practical skills and methods that can be applied to transform victims into leaders. Most managers do not understand how relationships, working environments, and current performance levels were created, and even more importantly, they don’t know how to change them. These managers view themselves as victims of the relationships and working environment of the teams they are given and of the performance they obtain. We help managers understand their role in creating the relationships and situations they face and their responsibility as leaders to improve them. We coach them on how to use their newly developed leadership skills to produce the improvements they desire. We help managers shift their mindset from one of being a victim, accepting what they are given, to one of being a leader who can improve working relationships and environments in order to get what they want.

How We Develop Leadership Competence

The competencies we develop are organized in a hierarchy of complexity and developed in a sequence that simplifies the mastering of complex skills. Participants discover the power of the models by immediately putting them into practice; we call this “Derived Learning”. As participants develop more skills there comes a moment when they will suddenly see a new picture of leadership. In one instant it will become clear how each skill acquired is not just a piece of the puzzle, but an integral part of a more complex model of leadership that they can easily apply to increase their leadership effectiveness.

We develop sustainable improvements in leader effectiveness

How We Develop a “Sense” of Leadership

Our programs do not just teach models and skills of leadership, but focus on developing participants’ “sense” of leadership. We accomplish this through an in-depth development of specific leadership skills. We help participants see the impact they have on others through subtle changes in their leadership behavior. We guide them down a path of experimentation and discovery that heightens their sense of leadership critical for effectively coaching others, analyzing situations, and determining how to resolve difficult leadership situations.

How We Develop Leader Mindset

An individual’s mindset predetermines their behavior. People who are looking to increase their leadership effectiveness almost always need to evolve their leadership mindset. But to change a mindset, we must first be able to see it, understand how it functions, and want to change it. Changing mindset is an individual journey that requires a process of discovery. We guide participants down a path made up of 360-degree feedback, training, and coaching that allows participants to discover their leadership model and “see” the mindset behind it and identify adaptations needed to become the leader they would like to be and achieve the results they desire.


Leading People and Managing Performance training program

This program develops the skills needed to  motivate and empower people to achieve excellent performance.

Leading Leaders and Improving Results training program

This program develops skills needed to lead leaders and improve the results of the organization.

Leading Organiaztions and Implementign Change training program

This program develops critical skills for leading organizations, creating high-performance cultures, and implementing cultural change.

Our Leadership Training Programs develop the mindset and skills critical for transforming managers into leaders and achieving sustainable improvement in leadership effectiveness.The concepts that make up our Blue-Leader™ model are not new, but they are organized and delivered in a way that allows people to develop a deeper understanding of themselves as leaders and of the responsibilities associated to their leadership role. 


Sustainable Improvement

The development methodology combined with the skills and mindset taught tend to result in a significant and sustainable improvement in leadership effectiveness.

Experienced Coaches

Our programs are delivered by proven leaders who can provide practical answers to “real world” questions and offer realistic solutions to participants’ current problems.

Change Behavior

Our programs allow people, teams, and organizations to break through their current barriers and evolve to the next level of leadership effectiveness.

Coaching Intensive

We develop functional skills through intensive coaching sessions. satisfaction guarantee
Simple & Practical

The skills we develop in our programs are simple to understand and easy to use - everything learned can be applied back in the organization the very next day.

Develop Mindset

The development process we use enables participants to see the mindset behind their leadership style and helps them identify how they can adapt their mindset to obtain the results they desire.


Basic Steps for Developing a Leadership Skill

1) Present Practical Models

Once the importance of a skill or method is established, the presentations focus on providing examples to show how to use the skills to resolve real problems or increase results obtained.

2) Increase Self-Awareness

Participant’s effectiveness in the particular area is determined using an objective 360-degree assessment tool. In the areas in which participants receive low scores, the coaches provide them with personalized coaching and customized methods to increase their effectiveness in light of the specific situations.

3) Develop the Skills

Most of the time is spent developing functional skills. In most skill-building sessions participants are asked to resolve a situation using their style and then are asked to do the same exercise by applying the coach’s advice. Participants then ask their peers which method was better and why. Skill are developed step-by-step, alternating practice, feedback, and coaching until the desired level of competence is obtained.

4) Create an Action Plan

Throughout the program participants fill out “possible action” forms that describe specific actions they can implement to make a needed improvement. At the end of the program, participants use their “possible action” sheets as the basis for creating their personal evolution plan.

5) Attend a One-to-one Coaching Session

At the end of the program, participants receive a one-on-one coaching session which they can use to: better understand their feedback report; review their evolution plan; or obtain further advice on how to resolve particular problems they face back in the organization.

6) Receive Follow-up Coaching

When the leadership program is part of a leadership development effort of the organization, participants will receive coaching back in the 

We develop functional skills that achieve
sustainable improvement

in leadership effectiveness 


Leadership effectiveness is the result of applying simple and practical skills.


Develop the Essence of Leadership

We broke leadership down to its essence and focus on developing the essential mindset and skills critical for leadership effectiveness. The concepts that make up our Blue-Leader™ model are not new, but they are organized and developed in a way that allows people to see leadership in new perspective, obtain a deeper understanding of themselves as leaders, and know what they need to implement to become the leader they always wanted to be.

Result Oriented

Our leadership programs are not soft and fluffy, they develop practical skills critical for motivating and empowering people to achieve excellent performance. The only true measure of the success of our leadership work is in the sustainable improvement in  the performance of the organization.

Achieve Sustainable Improvement

The simplicity of the concepts, depth of the insights, and development methodology used in our leadership training-programs result in sustainable improvement in participants' ability to:

  • Motivate and empower people to achieve excellent performance

  • Create working environments that are challenging, fun, and bring out the best in people

  • Continuously improve performance

 Practical & Simple

The leadership models and methods taught in our leadership development programs are practical, simple, and can be implemented back in the organization the next day.

3 Core Training Programs

There are 3 basic roles of leaders in an organization; the director, the middle manager, and the team leader. Each role requires a different mindset and specific set of leadership skills. We have grouped the key concepts and skills of the Blue-Leader model into three core-programs that focus on developing the essential skills for each leadership role.



These development efforts focus on the leadership effectiveness of the organization. There are three levels of organizational development;

  1. develop leadership skills throughout the organization,

  2. increase the effectiveness of leaders in a specific role, and

  3. create a high-performance leadership culture. 

​The improvements in leadership at the organizational level are easier to sustain than those focused on the individuals. The changes are anchored into the culture which limits the negative impact caused by leaders moving in and out of the organization.



These development efforts focus on the effectiveness of individual leaders. They aim at developing specific skills or a skill set the individual needs to take on a new leadership role. The improvements obtained are personal and are applied wherever the individual goes. 

Smiling business woman
Skill building

These are the easiest training programs to deliver. They can be organized in unlimited ways and delivered through digital or class-room training programs. These programs can be delivered by trainers who focus on the clarity of their message. 

5 Levels of Leadership Development

Organizational Development

Level 5
Develop a High-Performance Culture

Focus:  Develop all leaders and build leadership structure

Level 4
Increase Leader Effectiveness

Focus:  Develop all leaders in the organization (behavioral-change programs)

Level 3
Develop Leadership Competence

Focus:  Develop all leaders in the organization (skill-building programs)

Leader Development

Level 2
Behavioral-Change Programs

Focus:  Develop effectiveness of selected leaders

Level 1
Skill-Building Programs

Focus:  Develop leadership skills of selected leaders

Leaders climbing to the top
Behavioral-Change Efforts

Behavioral change requires an evolution in the mindset. These programs must be structured to facilitate a change in mindset and delivered by proven leaders who can gain the respect of participants and effectively coach them.


Our Blue-Leader model is made up of a network of essential competencies that can be used to:
  • improve leadership effectiveness

  • improve performance

  • increase capability in change management

  • facilitate organizational change

Leaders Create the Culture

The culture of an organization is created by its leaders and can only be changed by them. The success of every cultural-change effort depends on the effectiveness of the organization's leaders.

Need for Leadership Development in Cultural Change

Once the change strategy is developed, the cultural-change effort shifts its focus to building the leadership capability of the organization. The first step is to develop the leaders ability to guide their teams through change; the second step is to build the leadership structures critical for supporting the team leaders in implementing the change. Having a strong leadership base creates the foundation upon which the employees can be engaged and the culture can be changed.

Leadership Skills Required in Cultural Change

Leading people and organizations through cultural-change requires mastery of a different set of skills than required to manage day-to-day operations.

Cultural-change requires skills such as:

  • How to motivate and empower people to do things differently

  • How to coach people through behavioral change

  • How to obtain and spread buy-in to the change project

  • How to spread the engagement throughout the team and organization

  • How to overcome peoples' resistance to change

  • How to identify and remove inhibitors that are blocking the change project

  • How to create and manage momentum throughout the transformation process

Our Blue-Leader™ Model Supports Cultural Change Projects

Our Blue-Leader™ model is designed to support cultural-change efforts. It develops the special skills, structure, and leadership systems for leading people and organizations through cultural change. 

SATISFACTION GUARANTEED satisfaction guarantee

We are so confident in the quality of our training programs and consulting services that we offer a satisfaction guarantee; if for any reason you are not satisfied with a service we delivered, we will not invoice that service.

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